We hope your employment with Koester is a fulfilling experience, full of opportunities to learn and grow both personally and professionally. We’ve created this handbook to serve as a helpful resource along the way.

The goal of this handbook is to establish a clear, mutual understanding between the company and its employees about what is expected from each. All policies and procedures were written with the intent to guide decision making to create positive outcomes. If at any point during your employment you would like more clarification on a company policy or procedure, don’t hesitate to reach out to your direct supervisor, Human Resources, or a member of the Leadership Team.

Human Resources: Maddie Bark

Leadership Team: Matt Koester, Brad Comegys, Chris Landphair, Ben Lortz

At Will Employment: This Handbook is not to be considered a contract of employment between Koester Construction and the employee. The management of the company or the employee may terminate employment at any time, for any reason. To further explain, each employee of Koester Construction is an “at-will” employee unless a signed contract between the employee and the President exists stating otherwise. “At-will” means that as an employee of Koester Construction, you may leave your employment at any time, with or without cause and with or without prior notice. Though prior notice is not required, Koester Construction requests adequate advance notice whenever possible. The same is true for the company; the company may discharge you, with or without notice, for any reason not prohibited by law. No policy or practice of the company should be construed to change the company’s general at-will employment policy.

This handbook is presented as a matter of information. As with most industries and organizations, change is ongoing. As a result, the information presented within this handbook may require intermittent updating and modification. The company may periodically change, supplement, suspend, revoke, or terminate any or all the material covered in this handbook at any time with or without notice. However, verbal statements or representations by individual supervisors do not override or otherwise change the policies in this handbook. To retain necessary flexibility in the administration of policies and procedures, the company has discretion in how it interprets and administers these policies.

As an employee of Koester Construction, it is your responsibility to read and understand the contents of this employee handbook including all updates. Once you receive your copy, please immediately review. If you have any questions or require clarification on any of the presented content, please go to your supervisor or Human Resources for assistance.

This handbook is not intended to interpret, extend or change the terms of a benefit plan or policy in any way. In case of inconsistency between this manual and the actual provisions of a benefit plan, the provisions of the plan will govern your rights and benefits. In case of policy inconsistency, please notify Human Resources.

Hiring: Applications for employment are expected to be accurate and complete. The company may investigate any portion of an employee’s application information and may deny or later terminate the employment of anyone giving false or incomplete information.

All candidates are subject to a background check as a condition of employment. Candidates with the potential to drive company vehicles are subject to an MVR check. Employment and assignment will be conditional pending results of these checks. All employees must complete Section 1 of Form I-9 and provide the company with specific documents to establish their identity and employment eligibility in accordance with federal law.

Helping the company make great hires by referring qualified candidates to Human Resources is greatly appreciated. Ask Human Resources about the latest referral bonus!

Equal Employment Opportunity: To provide equal employment and advancement opportunities to all individuals, employment decisions are based solely upon qualifications, merit, and abilities. Employment practices will not be influenced or affected by an applicant's or employee's sex (including pregnancy), sexual orientation, gender identity or expression, religion, race, national origin, color, age, disability, genetics, veteran or military status or any other characteristic protected by law. Equal opportunity and equal consideration will be given to all applicants and employees in personnel actions that include recruiting and hiring, selection for training, promotion, demotion, discipline, rates of pay or other compensation, transfer, termination, and social programs. The company will cooperate with federal, state, and local government agencies that have the responsibility to observe our action compliance with various laws relating to employment.

Any violation of the company Equal Employment Opportunity Policy by any manager or employee must be reported immediately to Human Resources or the President.

CULTURE

We expect everyone at Koester Construction to:

…understand our PURPOSE, beyond providing a service and product or earning a profit.

...have a clear VISION of where the company is going.

…join the MISSION to get there.

…adhere to our CORE VALUES.

Purpose: Achieve success by helping others.

Core Values: Teamwork, Integrity, Excellence, and Safety

Teamwork
- Acquire, develop, and retain the best team by providing a great environment.
- Put the success of the team ahead of self-interests.
- Help fellow employees, customers, and industry partners grow and succeed.
Integrity
- Deliver what you promise.
- Treat all people with respect and compassion yet hold them accountable.
- Earn the trust of all people we work with through consistent, honest, and accurate communication.
Excellence
- Deliver the best service and product available to our clients.
- Always be looking for ways to improve.
- Constantly set new goals.
Safety
- Be Safe, Not Sorry!
- Never take shortcuts.
- Enforce safety policies consistently, with our people and subcontractors.

Vision: Build quality projects, lasting relationships, and unlimited opportunities.

Expand project size, type, and quantity.
Find and retain more quality, repeat clients.
Develop trusting relationships with teammates and industry professionals.
Earn exciting opportunities that help teammates keep growing.

Mission: Provide great service promptly, efficiently, safely and cheerfully.

Respond to the needs of clients and teammates promptly and completely.
Deliver what you promise.
Efficient execution makes us faster with greater economic value for clients.
Don’t compromise safety for cost or schedule.
Be fun to work with.

PAYROLL

Pay Period: The company’s pay period runs from Monday morning through Sunday afternoon. Employees are paid every Friday. Your timesheet must be properly coded and submitted no later than 12 PM on Tuesdays for your check to be processed on time. It is the responsibility of the employee to upload their timesheet on time even if they are working out of town, working nights, or off work for any reason. Any variance from this deadline may delay the issuance of your check.

Overtime, Weekend, and Off Hour Work: All time worked in excess of 40 hours will be paid at 1.5 times the hourly rate for hourly employees. Overtime should be charged where it is worked and not held for the last day of the pay period (i.e. if you work ten hours Monday, charge the overtime to the job you work Monday). Employees must receive prior authorization from their supervisor before working overtime. You may be required to work a night shift or a Saturday and take off during the regular business hours. If this off-hour work causes over 40 hours for that week, you will be paid at 1.5 times the normal rate for hourly employees.

Payroll Deductions: The company will deduct federal and state income taxes, social security taxes, back taxes, garnishments, and payment for the loss or destruction of company property in accordance with state and federal laws.

TIME-OFF

Holidays: Employees are immediately eligible for holiday pay. If the holiday falls on the weekend, either the Friday before or the Monday after will be designated as the paid holiday. The following holidays observed by the company:

2025-2027 Holiday Schedule
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
The Friday following Thanksgiving
Christmas Day

Veterans Day is offered as an optional paid day off for full-time employees who are veterans when the holiday falls on a workday. Proof of service may be required.

For full-time employees, holiday pay will be eight hours at the regular pay rate and does not contribute to the 40 hours of accumulated work required for overtime pay. Holiday pay will be prorated for part-time employees.

PTO: PTO (Paid Time Off) is all inclusive of both vacation and sick time. PTO starts accumulating on the employee’s first day of work. Employees are eligible to use PTO as it is accrued. PTO will be paid at the regular pay rate and does not contribute to the 40 hours of accumulated work required for overtime pay. A PTO request must be submitted at least two weeks prior to taking PTO, when possible.

Upon voluntary or involuntary termination, the employee may be paid for PTO earned but not used. Failure of an employee to submit written notice of at least 10 business days of a voluntary termination will result in the forfeiture of accrued but unused PTO.

In rare instances, employees may be permitted to use expected but unaccrued PTO days at the discretion of the HR department and the accounting department. Use of unaccrued PTO days is expressly conditioned upon the employee executing authorization allowing the company to deduct any used but unaccrued PTO days from the employee’s final paycheck in the event of a voluntary or involuntary termination.

Earned but unused PTO will roll over into the next year. Employees on paid or unpaid leave of absence will not earn PTO hours while they are on leave.

PTO ACCRUAL RATE FOR FULL TIME EMPLOYEES:

Length of Service

1st Year
2nd Year
3rd Year
4th Year
5th Year
6th Year
7th Year
8th Year
9th Year
10th Year
11th Year
12th Year
13th Year
14th Year
15th Year
16th Year +

Accrual Rate

0 .92 Day Per Month
1.00 Day Per Month
1.08 Days Per Month
1.17 Days Per Month
1.25 Days Per Month
1.33 Days Per Month
1.42 Days Per Month
1.50 Days Per Month
1.58 Days Per Month
1.67 Days Per Month
1.75 Days Per Month
1.83 Days Per Month
1.92 Days Per Month
2.00 Days Per Month
2.08 Days Per Month
2.17 Days Per Month

Total PTO Earned Per Year

11 Days
12 Days
13 Days
14 Days
15 Days
16 Days
17 Days
18 Days
19 Days
20 Days
22 Days
23 Days
23 Days
24 Days
25 Days
26 Days

Employees are classified as full-time, half-time, or quarter-time by Human Resources during their time of hire. The company reserves the right to change an employee’s classification should their hours worked not reflect the hours agreed to at the time of hire.

Full-time (>30 hours) employees accrue PTO at the regular rate.
Half-time (20-29 hours) employees accrue PTO at 50% the regular rate.
Quarter-time (<20 hours) employees accrue PTO at 25% the regular rate.

The maximum PTO days an employee can accumulate is equal to the amount of PTO days they are eligible to earn in a year. Once an employee has accumulated their maximum days, they will stop accruing PTO until they take time off. It is the responsibility of the employee to use the self-service portal to monitor their PTO days and ensure they have not hit their maximum amount of days.

Maternity Leave: The company provides a paid leave benefit of up to 6 weeks paid time off to eligible employees disabled by pregnancy, childbirth, and related medical conditions. Company employees working 20 or more hours per week who have been employed for at least 12 months are eligible for Paid Maternity Leave. Contact Human Resources to learn more about the maternity leave policy.

Bereavement Leave: The company provides a paid leave benefit to provide relief during their time of grief. When a death occurs in an employee's immediate family, eligible employees may take up to three days off with pay to attend the funeral or make funeral arrangements. When a death occurs in an employee's extended family, eligible employees may take one day off with pay. Pay for time off will be prorated for part-time employees. The company may require verification of the need for the bereavement leave. The company understands the deep impact that death can have on an individual or a family, therefore additional non-paid time off may be granted.

Military Leave: Leave will be granted to employees who must be absent from work for service in the military, including any Armed Forces, National Guard, Commissioned Corps of the Public Health Service, other category of persons designated by the President in time of war or national emergency, or member of the civil air patrol. Service includes military training and service under proper authority, whether voluntary or involuntary.

Whenever possible, you must submit your military leave request to your supervisor and to Human Resources at least thirty (30) days in advance, along with a copy of your training notice or military orders (when available). Military leave is unpaid, but employees may use available PTO to cover such leave.

Upon completion of military service, you may be eligible for reemployment. If you would like to return to work at the company, you must report to work or submit an application for reemployment to Human Resources as follows:

If military service was for fewer than 31 days, you must report to work on the first regularly scheduled workday that is at least 8 hours after you return home from military service.
If military service was for 31-180 days, you must apply for reemployment within 14 days following completion of military service.
If your military service was for more than 180 days, you must apply for reemployment within 90 days following completion of military service.

If interested in returning to work at the company, you must also provide to Human Resources a copy of your discharge papers or other documentation of satisfactory completion of the military duty or service as soon as it is available.

Employees who do not report to work or apply for reemployment within the applicable timeframe will be subject to workplace rules regarding unexcused absences. However, if you are unable to comply with the above schedule through no fault of your own, or if you are injured or recovering from an injury, please speak with Human Resources as soon as possible to determine if you are eligible for additional time to apply for reemployment.

Jury or Witness Duty: If an employee is notified that they have been chosen for jury duty or subpoenaed as a witness in a lawsuit, the employee should notify their supervisor so arrangements can be made to cover their duties in their absence. Jury or witness duty leave is unpaid.

BENEFITS

Insurance: The company offers a benefit plan that allows employees to choose from a variety of insurance benefits including medical, dental, disability, and life insurance. All full-time employees are eligible for insurance the first of the month after their date of hire. Employees must complete enrollment for benefits before the first of the month after their hire date. The company will contribute a specified amount toward each employee's choice of company-offered insurance; the difference between what the company contributes and the actual cost of the insurance is the responsibility of the employee. Contact Human Resources to learn more about current employee benefits.

Product	Health Insurance	Dental Insurance	Vision Insurance	HSA / FSA	Benefits Enrollment	Disability Insurance
Log In / Create Your Account	Wellmark	Delta Dental of Iowa	Delta Vision	iSolved	Ease	The Standard
Phone Support	800-355-2031	800-544-0718	800-544-0718	866-370-3040	301-583-5180	800-368-2859
Email Support	My Wellmark Support	Delta Dental Support	Delta Vision Support	fsa@isolvedhcm.com	Ease Support	stdforms@standard.com

401(k): The company encourages employees to save for their retirement. After 90 days of continuous employment, eligible full-time employees may join the company’s 401K plan. The company offers a 50% match on up to 6% of an employee’s wage. Contact Human Resources to learn more about the company’s 401k plan.

Education Assistance: The company supports the professional and personal development of its team members and encourages employees to engage in continuous learning. Eligible employees may be reimbursed for tuition, books, and required fees for educational courses related to an employee’s work. The company will determine whether a degree program, class, or professional development opportunity is job related. Employees must obtain pre-approval for Educational Assistance prior to enrolling in the course or program. Contact Human Resources to learn more about the Education Assistance program.

Fitness Reimbursement: The company supports the physical well-being of its team members and encourages employees to participate in activities that lead to a healthy lifestyle. Eligible employees may be reimbursed for gym membership or fitness class fees. Employees are responsible for requesting proof of attendance from their gym and providing that information to the accounting department to qualify for reimbursement. Reimbursement will be capped at $40 per month and requires a minimum attendance of 8 days per month to qualify. Contact Human Resources to learn more about Fitness Reimbursement.

WORKPLACE ACCIDENTS

Accident Reporting: All accidents, injuries or near misses, regardless of severity, must be reported to the Human Resources Department and your supervisor immediately. Accidents or injuries must be reported even if medical treatment is not needed. Failure to report an accident or failure to follow accident protocol may result in disciplinary action, up to and including termination of employment.

Injury Reporting: In the case of injury, an injury report must be filled out within 48 hours. It is the employee’s responsibility to keep their supervisor and Human Resources informed of any treatments and/or doctor visits. You will be given a patient status report at the time of any doctor visits, which must be given to Human Resources. Any delays in furnishing this information will delay any compensation to which you may be entitled.

For vehicle accident procedures, please see the Vehicle Accidents policy located in the VEHICLE POLICIES section.

Worker’s Compensation Insurance: The company provides a comprehensive worker's compensation insurance program at no cost to employees. Per Section 85.27 of the Iowa Work Comp Code, the company has the right to designate the medical provider if you are injured while working. If you choose not to be treated by the designated medical provider, you take the risk of not being compensated for your medical treatment.

Occupational Medicine Providers: Employees working within 30 miles of the home office must use the following locations for non-emergency injuries (employees located out-of-town should contact HR for a list of approved providers):

During working hours: Appointments are necessary at these locations. Hours of operation are 8:00 AM - 5:00 PM Monday through Friday.

West Des Moines

UnityPoint Health
Occupational Medicine
515-241-2020
6000 University Avenue
Suite 124
West Des Moines, IA 50266

Des Moines

UnityPoint Health
Occupational Medicine
515-262-7619
1301 Pennsylvania Ave
Suite 416
Des Moines, IA 50316

Ankeny

UnityPoint Health
Occupational Medicine
515-964-6974
1810 SW White Birch Circle
Suite 111
Ankeny, Iowa 50023

After working hours: Appointments are not necessary. Hours are 8:00 AM - 8:00 PM Monday through Friday.

West Des Moines Urgent Care

UnityPoint Health
515-241-2320
6000 University Ave Suite 101
West Des Moines, IA 50266

For emergencies after 8:00 PM: Appointments are not necessary. Hours are 24/7.

Des Moines Emergency Department

UnityPoint Health
515-241-6213
Iowa Methodist Medical Center
1200 Pleasant St
Des Moines, IA 50309

EMPLOYEE CONDUCT

Dress and Appearance: The company’s dress and appearance policies are designed to help employees work comfortably and safely while projecting a professional image to clients, customers, and colleagues. Our goal is to create a workplace environment that is inclusive for every team member. We expect our team to use good judgment when deciding whether the attire they wear to work is professional and appropriate.

Office personnel are expected to dress in business casual attire. Examples of business casual include a polo, button-down, or blouse paired with nice jeans or slacks. Company-branded shirts are also acceptable.

Examples of clothing that is not appropriate for work include shorts, distressed jeans, tank tops, pajamas, loungewear, slippers, clothing with suggestive language or imagery, or clothing that promotes controversial causes including politics and religion. Our hygiene standards include the use of deodorant and appropriate oral hygiene. Heavy perfumes or colognes should not be worn to work.

Wearing clothing with the company logo is encouraged. Limited company-branded clothing will be provided at the time of hire. Additional shirts and hats are available for purchase through the front desk. Employees are not to wear hats or clothing that are direct competitors of the company.

Work boots, long pants, and shirts with sleeves are required on every construction job site, and the employee is required to furnish these items. Hard hats, gloves, and safety glasses will be provided. Hard hats are to be worn on all job sites, with exceptions during punch list and final clean-up at the discretion of the project supervisor. Safety glasses are to be worn during demolition, operation of dust or shrapnel-producing equipment, and at any time when there is potential for eye injury. The acceptability of an employee's attire lies at the discretion of the project manager, superintendent, or foreman.

Personal Conduct: To provide the best possible work environment, the company expects employees to follow a professional code of conduct that will protect the interests and safety of all employees and the organization both during and after working hours. Behaving in accordance to the core values of teamwork, integrity, excellence, and safety is of the utmost importance for all Koester team members.

While it is not possible to list all the forms of behavior that are considered unacceptable, the following are examples of infractions that may result in disciplinary action, up to and including termination of employment:

Theft, or inappropriate removal or possession of property.
Falsification of timekeeping records, employment, personnel, or other records.
Falsification of construction documents or blatant disregard of construction contracts.
Working, driving, or operating equipment while impaired by drugs or alcohol.
Working, driving, or operating equipment unsafely while impaired by medication.
Possession or distribution of illegal substances in the workplace.
Threatening or engaging in acts of violence in the workplace.
Boisterous or disruptive activity in the workplace.
Negligence leading to damage of property.
Insubordination or other disrespectful conduct.
Violation of safety or health rules.
Smoking in prohibited areas, including company-provided vehicles and equipment.
Sexual or unlawful harassment, discrimination, or retaliation.
Possession of dangerous materials, such as explosives or firearms, in the workplace.
Excessive absenteeism or any unexcused absence.
Unauthorized use of employer-owned equipment.
Unauthorized disclosure of confidential information.
Unsatisfactory performance or conduct.

Tardiness and Absenteeism: To maintain a productive work environment, the company expects its employees to be reliable and punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and the employer. In the rare instances where employees cannot avoid being late to work or are unable to work as scheduled, they are required to notify their supervisor prior to their starting time. Tardiness and absenteeism that is considered excessive may be grounds for dismissal.

Drugs and Alcohol: If an employee chooses to drink alcohol at a company or industry event, they are expected to do so responsibly, which includes adhering to all Personal Conduct policies as outlined above, compliance with local laws, and the obligation to arrange safe transportation home.

Whether or not to drink alcoholic beverages is entirely a personal decision. In all situations, an employee’s conduct when consuming alcohol beverages is solely their responsibility. An employee’s decision to drink alcoholic beverages includes an obligation to get home safely, including the responsibility to arrange alternative transportation.

If a visibly intoxicated employee refuses safe alternative transportation, the local authorities should immediately be notified and the employee so informed. The company has a zero-tolerance policy regarding any employee endangering the health and safety of others.

The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the job effectively and in a safe manner. Working, driving, or operating equipment unsafely while impaired by drugs or medication is strictly prohibited.

Harassment, Discrimination, and Retaliation Prohibition: Koester Construction is committed to providing a work environment free of unlawful discrimination, harassment, and retaliation. Our company prohibits and will not tolerate discrimination or harassment of or by its employees on the basis of race, creed, color, religion, sex (including pregnancy), national origin, age, sexual orientation, gender identity or expression, disability, veteran or military status, genetics, or any other legally protected class or activity.

Harassment, including sexual harassment, is prohibited by the company and is prohibited by federal and state law. This policy applies to all company employees as well as non-employees, such as, but not limited to, vendors, contractors, trades people, customers, and visitors. The company will not tolerate any person engaging in conduct in which the effect is substantially interfering with an individual’s work performance or creating an intimidating or hostile work environment.

Employees who feel they have been discriminated against on the basis of any classification protected by federal, state, or local laws, or have in any manner been harassed, should immediately report such incidents according to the company’s procedure outlined below.

Harassment includes, but is not limited to:

Verbal or physical conduct that shows hostility or aversion toward an individual because of their protected class, such as race, religion, color, national origin, disability, age, sex (including pregnancy), sexual orientation, gender identity or expression, military or veteran status genetics or any other legally protected class or activity.
Verbal or physical conduct that has the purpose or effect of creating an intimidating, hostile, or offensive working environment.
Verbal or physical conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance.
Verbal or physical conduct that adversely affects an individual’s employment opportunities.
Sexual harassment includes, but is not limited to:
Suggestive comments, sexual language, or obscene gender-related comments or jokes.
Pressure for sexual behavior.
Giving unwanted gifts.
Remarks about a person’s body or sexual activities.
Patting, pinching, kissing, or unnecessary body contact.
Sexually suggestive non-verbal expressions.
The display of sexually suggestive objects or pictures.
Physical assault.
Requests for sexual favors in which submission is made either explicitly or implicitly a term or condition of an individual’s employment or in which submission is used as the basis for an adverse employment decision.

There are other types of behavior that could be considered a violation of this policy and that could result in discipline up to and including termination. The company reserves the right to exercise judgment in determining other types of prohibited behavior.

Reporting Harassment: Complaints of harassment of any type should be reported immediately so that an investigation and corrective action can be taken. Employees experiencing harassment or witness to harassment should immediately report the behavior through any of the following channels:

Direct Supervisor
Human Resources
Leadership Team Member

An investigation will be promptly undertaken and appropriate disciplinary actions and corrective measures will be instituted if the employee’s allegations warrant such action. Discipline may include actions up to and including termination of employment.

The company will respect the confidentiality of individuals involved to the greatest extent possible while still conducting a thorough investigation. No employee will be penalized or retaliated against for submitting a complaint or for participating in the investigation of a complaint. The company strictly prohibits retaliation for filing a complaint or participating in the complaint or investigative process.

Office Etiquette: To create a more enjoyable and productive work environment, the following rules of etiquette should be observed to minimize distractions and uninvited disruptions.

Phone calls and noise

All of your devices should be on vibrate.
Personal calls should take place in private areas.
Avoid the use of speakerphone, including listening to voicemail and dialing on speakerphone, unless you are in a private area.
Be mindful of your volume and considerate of your neighbors when speaking near individual workspaces.
Do not sing, hum, whistle, play the drums with your fingers, or snap your gum. Little habits you barely register in yourself may greatly disrupt others.
Be on the lookout for “Zoom Meeting in Progress” signs you see in the office and be mindful of your volume when others are in meetings.

Interrupting: Understand that colleagues wearing headphones likely indicates they are focused on their work. Treat headphones as you would a closed office door; do not interrupt unless it is urgent. If you have something to communicate but the recipient is wearing headphones, send them an email, come back at a later time, or call their desk phone if needed.

Stay Home if You Are Sick: Sniffling, sneezing, and coughing can distract others while also putting their health at risk.

Positive Attitude: In order to maintain a cohesive team, do not spread gossip or cause another to feel like an outcast. Remember that your attitude is contagious. Do not infect others with your negative mindset by grumbling about petty things or unsolicited and irrelevant complaining.

Be conscious of the way you manage stress. Don’t let your frustration overflow and cause frustration in others. If you need to vent, do it in the appropriate way: behind closed doors and to the appropriate person who can help you work through the problem.

Do not talk badly of others, including team members, subs, owners, or industry partners. Whether you are frustrated by a situation or a person, avoid gossip and blame. Focus on what you can control and what solutions are available to you.

Understand that you have a choice to brighten or darken someone’s day. Choose wisely.

Personal Conversation: Friendly chats can become problematic and distracting when they go on for extended periods of time. If the conversation is more than a minute long, take it to the break room or other private space.

Keep conversations professional. Personal drama, medical issues, and other private matters are not appropriate water cooler topics for others in the office to overhear.

Be mindful that the language you use can often be heard throughout the office. Keep swearing to a minimum in open spaces. Respect that visitors in the lobby can often overhear conversations happening across the office.

Take care of shared spaces: Ensure you leave all spaces in the condition you found them, or better - including the conference rooms and break rooms.

If you see that the printer is low on paper, add more.
If you take the last of any supplies, inform the front desk we are out.
If you take the last of the coffee, brew another pot.
If the water cooler is empty, refill it.
If the paper towels are empty, notify the front desk.
If you don’t know how to do something, ask!
Label all food and beverage you store in the company refrigerator and take home or dispose of your food each Friday.
Place all dirty dishes directly into the dishwasher.
Wipe down lavatory counters after use.
Log out of your account on conference room or shared computers.
Push chairs back into place.
Dispose of food and drink waste appropriately.

Visual Cleanliness: The openness of our space provides an appealing visual for our people and our visitors. Your workspace is in full view of others and the way you keep your space reflects upon you and the company.

Utilize storage provided. Hang coats on coat racks.
Tidy as you go. When you’re leaving your workspace, push in your chair, put away your coffee mug, organize your piles, and make sure that the space is visually clean.

If You Have an Issue, Address It Politely: People will disagree on what behavior qualifies as distracting. If someone does something you find disrespectful or distracting, address the issue quickly, directly, calmly, and politely. Do not leave the issue to fester. The person distracting you may not even be aware of a problem.

Respect Each Other: Respect is key when working in an open-office environment. Act respectful and expect others to act in the same way. Address problems and concerns directly and diplomatically before they escalate.

Listen to the Concerns of Others: The previous rule goes both ways. If someone comes to you with a concern or complaint, work with them to come to a solution and try to mitigate the problem. Keep an open mind, listen with the intent to learn, and focus on the fact we are all on the same team trying to do our best work.

Remote Work: An employee may be eligible to work remotely if their duties can be met through basic hardware and software, they’ve proven to be trustworthy, disciplined, and self-motivated, and have been given preapproval by their supervisor.

A Work for Home Agreement must be completed by the employee, signed by their supervisor, and submitted to Human Resources prior to the start of remote work.
Remote employees must follow the work schedules provided to them, be sure to meet deadlines, uphold high-quality standards, and submit daily reports as requested.
The company does not reimburse employees for furniture, electrical, or internet costs if an employee chooses to work remotely.

Remote Work Policy

Koester Construction is committed to providing employees with the flexibility of remote work while maintaining the highest standards of communication, productivity, and professionalism. This policy outlines the expectations and requirements for employees working remotely.

General Expectations

Remote work is a privilege that requires employees to remain fully engaged, responsive, and accountable. Employees working remotely are expected to:

Maintain Strong Communication: Employees must remain accessible during scheduled work hours and respond to MS Teams Chat messages within one hour.
Participate in Virtual Meetings: Employees are required to have their webcams turned on for all virtual meetings.
Update Availability: Keep calendars and MS Teams statuses current, clearly indicating when they are online or unavailable.
Adhere to Standard Work Hours: Employees must be available via phone, email, and Teams during their normal working hours.
Request PTO Properly: Employees must follow the standard PTO Request Procedure when requesting time off.
Attend Required In-Person Meetings: In-person meetings may be required at the supervisor’s discretion.
Maintain Professionalism & Performance: Remote work does not alter job responsibilities or performance expectations, including responsiveness, customer service, and professionalism.
Follow All Company Policies: Remote employees must adhere to all policies outlined in the Employee Manual, regardless of work location.
Acknowledge Policy Changes: This policy is subject to periodic review and may be modified by the company at any time.

Dependent Care Policy

Remote work is not a substitute for dependent care. Employees are expected to arrange regular childcare for children under the age of 12 during work hours. While the company may make occasional exceptions for temporary, unplanned situations (such as school closures or a sick child), these should be the exception, not the norm.

Remote Workspace Requirements

Employees must maintain a functional, safe, and secure remote work environment that supports productivity. This includes:

Workspace Certification: Employees must certify that their home workspace is ergonomic, free from hazards, and suitable for focused work.
Equipment & Costs: The company provides a laptop and a mobile phone stipend, but employees are responsible for all other costs related to their home office setup, including internet access.
Internet Requirements: A high-speed, reliable internet connection is mandatory.
Liability: The company is not liable for injuries to family members or third parties at the employee’s remote work location.
Tax & Insurance Responsibilities: Employees are responsible for any personal tax or insurance implications related to remote work.

Equipment & Information Security

All company-issued equipment and materials remain the property of Koester Construction. Employees must:

Restrict Use of Equipment: Only the employee may use company-issued equipment, and it may only be used for business purposes.
Protect Company Property: Employees must take reasonable precautions to prevent loss, damage, or unauthorized access. Any incidents must be reported immediately to a supervisor.
Return Equipment Promptly: All company property must be returned within one business day of termination of this agreement or upon request for inspection, repair, or replacement.
Software & Hardware Restrictions: Employees may not modify or install unauthorized software on company-provided devices.
Personal Equipment Responsibility: The company is not responsible for damage, repairs, or maintenance of any personal equipment used for remote work.

Emergency Procedures: In case of any emergency, move quickly, but remain calm. Know where the closest first aid kit and AED are located.

In case of fire: If it’s in your immediate area, sound the alarm - yell out FIRE! - get yourself out and help get others out. If able, attempt to extinguish small fires only.

In case of severe weather/tornado: If outside or in a trailer, move quickly to the nearest large facility or tornado shelter. If inside, stay inside. Immediately move away from windows, door openings, and all exterior areas with large amounts of glass. Move toward the center of the building and into small interior rooms without glass, such as a restroom, interior conference room, or closet.

Reasonable Accommodations

Disability: The company is committed to providing equal opportunity and reasonable accommodations to qualified individuals with disabilities. Under the ADA, a qualified individual with a disability is a person that meets the necessary skill, experience, education, or other requirements of the employment position and can perform the essential functions of the job with or without reasonable accommodation. For purposes of this policy, a disability is any physical or mental impairment that substantially limits a major life activity.

A reasonable accommodation is a modification or adjustment of an employee's job or work environment that enables that employee to perform essential job functions or enjoy the same employment benefits and privileges as similarly situated employees without disabilities. Examples of reasonable accommodations include modifying a workspace to make it wheelchair accessible, providing screen reading software, or adjusting an employee's work schedule to accommodate medical appointments. The company does not provide accommodations of a personal nature, such as eyeglasses or hearing aids. The company is committed to providing accommodations so long as accommodations do not place an undue hardship on business operations or pose a threat to the health or safety of employees in the workplace. It is the responsibility of the employee to contact Human Resources to request an accommodation.

Religion: The company respects the religious beliefs and practices of all employees and will make, on request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the company’s business.

An employee whose religious beliefs, observances, or practices conflict with their job, work schedule, the company’s dress code, or with other aspects of employment, and who seeks a religious accommodation must submit a written request for the accommodation to their immediate supervisor. The written request must include the type of religious conflict that exists and the employee’s suggested accommodation.

The company will evaluate the request considering whether a work conflict exists due to a sincerely held religious belief, observance, or practice and whether an accommodation is available that is reasonable and that would not create an undue hardship on the company’s business. An accommodation may be a change in job, using paid leave or leave without pay, or allowing an exception to the dress code that does not affect safety requirements. The company and the employee will meet to discuss the request and decision on an accommodation.

Breaktime for Nursing Mothers: Employees who are nursing mothers are eligible to take reasonable breaks to accommodate their need to express breast milk for up to one year after the birth of the employee’s child. The company encourages all eligible employees who intend to take breaks under this policy to notify Human Resources of their intent (for example, when discussing their return to work following leave related to childbirth). Please also contact Human Resources for information about the designated location for nursing breaks.

Uninterrupted nursing breaks of more than 20 minutes for non-exempt employees do not count as hours worked, are unpaid, and must be accurately recorded in accordance with the company’s timekeeping policies. Non-exempt employees need not clock out for nursing breaks lasting less than 20 minutes.

Retaliation: The company strictly prohibits any form of retaliation against any individual who has made a good faith request for an accommodation. If you feel you or someone else may have been subjected to retaliation, or if you believe there has been some other violation of this policy or any applicable law relating to accommodating a person with a disability, you should immediately contact your supervisor, another member of management, or Human Resources. If you have any questions about this policy, contact Human Resources.

INFORMATION TECHNOLOGY

Cell Phones: When in the office, all employees should set their ringers to vibrate as not to disturb others. Employees should respect those around them, and not answer phone calls during meetings unless it's an emergency and you excuse yourself to step out of the room. Cell phone use, including texting or email, is not allowed while driving or operating equipment. Cell phones should only be used for work purposes during work hours.

Company Devices: In the event you are issued a company cell phone or laptop, the device should be used for company business only. Your cell phone voicemail must be set up, include an appropriate Koester greeting, and your voicemailbox should not be so full that you cannot receive incoming messages. All company devices must remain in the protective case provided by the company. If your company device becomes damaged, the company will repair it once in a two-year period. If your company device becomes damaged a second time in a two-year period, the repair costs will be charged to the employee. Company issued devices, including accessories such as charging cables and cases are company property, and the company retains the rights to change, modify, monitor, or revoke the physical device, accessories, software, or data at its discretion. Upon departure from the company, all company property must be returned to the Tool Department in acceptable, unlocked condition.

Cyber Security: All pass codes are the property of the company. The company will assign employees a pass code or codes to use when using computers, email and the internet in performing job duties. Employees are to use the assigned pass code or codes for appropriate applications. Assigned pass codes are not to be shared with anyone.

Employees authorized to access company computers from off-site computers are to use caution protecting their computers and all content from damage or theft. It is prohibited for employees to store any sensitive or confidential information on off-site computers that could be used by others to damage the interests of Koester Construction.

Only the IT Department will have authority to select software to be used in company computers, and employees will only install and use company approved software. Software or other electronic files may not be copied. Employees may be held personally liable for any copyright or license infringement. The IT Department may occasionally conduct audits of all company computers ensuring there are no unlicensed, illegal, or unauthorized software. Finding such software will result in the software’s immediate removal. Disciplinary action up to and including termination will be taken against the employee or employees responsible for unauthorized software installation.

Monitoring: Employee use of computer equipment and all related activities (including any personal use of company equipment) are subject to monitoring and may be accessed at any time by the company. The company periodically monitors and randomly inspects computer files, electronic messaging and internet/intranet activity without notice. Employees have no expectation of privacy and no right to privacy while working on or with the company’s computer equipment or intranet sites. Employees have no expectation of privacy and no right to privacy in anything they create, store, send, receive or install using the company’s computer equipment. Koester Construction may intercept or monitor any incoming and outgoing correspondence received or sent by employees to or from the premises of the company, or received or sent using company equipment, or that is received or sent via a messenger or service that is paid for or subsidized by the company. Such inspection extends to all internal and external mail, messages, electronic correspondence, electronic bulletin board accounts, national electronic messaging service accounts and any other correspondence service that is paid for or subsidized by the company.

Email Security: The risk of data theft, scams, and security breaches can have a detrimental impact on a company’s systems, technology, and reputation. The following policies outline the security measures put in place to ensure email remains secure and protected.

Verify the legitimacy of each email, including the email address and sender name.
Avoid opening suspicious emails, attachments, and clicking on suspicious links.
Look for any significant grammatical errors that could indicate a scam email.
Avoid clickbait titles and links.
Use web browsers for business purposes only.
Contact the IT Department regarding any suspicious emails, breaches, malicious software, or scams.

Social Media: While the company recognizes that we may not prohibit our employees from posting personal opinions and content on private accounts, we do expect our employees to uphold the highest level of respect and adhere to our company’s anti-harassment, discrimination and retaliation, and personal conduct policies. We ask all employees to avoid sharing abusive, offensive, and/or slanderous content.

We encourage all employees to follow and interact with the company’s social media accounts. The company may photograph and video work and social activities for marketing, training, and documentation purposes. Employees capturing photos or videos in work areas should get the permission of the employees photographed before posting to their personal social media accounts.

PURCHASING

Receipts: All purchases require a vendor receipt. All receipts must be collected, properly coded with the cost code and project number(s), and uploaded within two weeks of expense.

Credit Cards: Company credit cards are to be used for business purposes only. All transactions made on company cards require the prompt upload of an accurately cost coded receipt. Company credit cards are not to be used for vehicle fuel, per the Vehicle Fuel policy located in the VEHICLE POLICIES section. Company credit cards are not to be used for snacks/meals while traveling, per the Per Diem policy located in the TRAVEL POLICIES section. Misuse of a company credit card may lead to disciplinary action, up to and including termination.

Expense Reimbursement: In the course of your employment, you may be required to pay for goods/services that allow you to do your job. Any eligible expenses that you incur on behalf of the company will be reimbursed in full.

The company will reimburse employees for all qualifying expenses, including:

Travel for business purposes
Office supplies
Software required for work
Apartment furnishings for traveling superintendents (must be preapproved)

The following are examples of non-qualifying expenses:

Lost personal property
Snacks/meals while traveling (these are covered in per diem)
Fines incurred while operating a company vehicle, including stop light and radar cams
Unauthorized flight upgrades, accommodations, etc.
Expenses for spouses who accompany employees on business trips
Personal items
Unauthorized purchases

VEHICLE POLICIES

Driver Safety: These safe driving policies apply to all drivers of company vehicles as well as drivers of personal vehicles on company business:

Employees must have a valid and current driver’s license and provide proof of auto insurance to operate any vehicle while on company business.
All state and local laws must be obeyed.
All drivers and passengers operating or riding in a company vehicle must wear seat belts.
Driving on company business and/or driving a company vehicle while impaired by drugs or alcohol is prohibited and is sufficient cause for discipline, up to and including termination of employment.
No driver shall operate a company vehicle when their ability to do so safely has been impaired by illness, fatigue, injury, or prescription medication.
Cell phone use while driving that is not hands-free is prohibited. If cell phone use is needed, drivers should pull off the road to a safe location to use their cell phone.
Drivers are responsible for the security of company vehicles assigned to them. The vehicle engine must be shut off, ignition keys removed, and vehicle doors locked whenever the vehicle is left unattended. Theft of personal and/or company equipment when a vehicle is not secured is the employee’s responsibility.
Any materials that are being hauled must be safely strapped down and objects extending beyond the bed more than four feet must be properly flagged.
Any employee who has a driver’s license revoked or suspended shall immediately notify the Human Resources Department by the next business day and immediately discontinue operation of vehicles.

Vehicle Accidents: All accidents in company vehicles or in personal vehicles on company business, regardless of severity, must be reported to the police and to the Human Resources Department and the Tool Department. Accidents are to be reported immediately from the scene. Failure to stop after an accident, failure to report an accident, or failure to follow accident protocol may result in disciplinary action, up to and including termination of employment.

Vehicle Accident Procedure

Call 911. All accidents, regardless of severity, must be reported to the police.
DO NOT DISCUSS the accident with anyone at the scene except the police. DO NOT ACCEPT ANY RESPONSIBILITY for the accident. DO NOT ARGUE with anyone.
Obtain all pertinent information
- Take pictures of:
  - Damage to all vehicles
  - License plates of all vehicles
  - Make and model of all vehicles
  - All drivers’ insurance cards
  - All drivers’ driver’s licenses
  - Accident site
  - Street signs
- Record names, addresses, and phone numbers of drivers, witnesses, and occupants of the other vehicles and any medical personnel who may arrive at the scene.
Complete the form located in the Vehicle Accident Packet.
Provide the other party with your name, address, driver’s license number, and insurance information only.
Immediately report the accident to the Human Resources Department and the Tool Department.
Provide a copy of the accident report and/or your written description of the accident to the Human Resources and Tool Department.

Vehicle Fuel: Employees with a company vehicle should only charge fuel purchases to the Comdata fuel card provided with their vehicle. Company credit cards should not be used for fuel, unless it is fuel for a job site tool, such as a generator, skid loader, ground thaw, etc.

Employees receiving a vehicle stipend should not be using their company credit cards for fuel. The vehicle stipend covers the cost of both fuel and wear and tear on the vehicle.

For information related to mileage reimbursement, please refer to the Mileage policy located in the TRAVEL POLICIES section.

Company Vehicle Driver Eligibility: Company vehicles are to be driven by authorized personnel only. Authorization requires a current, valid driver’s licenses and a Motor Vehicle Record Check. A driving record that fails to meet the necessary criteria will result in the loss of the privilege of driving a company vehicle. Loss of privilege may result in a lower mileage reimbursement rate on personal vehicle mileage.

Driving Complaints: Employees are expected to always drive in a safe, responsible, and courteous manner when driving a company vehicle. Employees are expected to be aware that they are contributing to the company reputation when driving a company vehicle and are to drive in a manner that presents a positive public image. Complaints received about an employee’s driving recklessly or discourteously may be grounds for revoking their privilege of having a company vehicle. Human Resources is responsible for reviewing records, including complaints, accidents, and moving violations, to determine if an employee’s driving record indicates a pattern of unsafe or irresponsible driving.

General Company Vehicle Policies:

Smoking in company vehicles is prohibited. Any truck returned smelling of smoke will incur a cleaning fee up to $500 charged to the employee responsible for the vehicle.
Out of area use (>60 miles from office) must be preapproved by the Tool Department.
Pulling any type of trailer with a company vehicle must be preapproved by the Tool Department. Personal trailers are not covered by company insurance.
Mileage logs must be filled out appropriately.
Fuel receipts must be marked with the truck number and submitted to the Accounting Department appropriately.
It is the driver’s responsibility to check fluids weekly and maintain regular oil changes. Oil changes should be charged to the company account or company credit card (not the Comdata fuel card).
Vehicles should be washed as needed. It is the driver’s responsibility to keep their assigned vehicle clean as to present a positive public image. Car washes should be charged to the driver’s company credit card (not the Comdata fuel card) and cost coded to the tool department.
Drivers should report any malfunctions to Tool Department as soon as it appears.
All tickets are the responsibility of the driver, including but not limited to radar, camera, mobile speed units, and parking tickets.
Drivers must report all ticket violations received during the operation of a company vehicle within 24 hours to the Human Resources Department.
Bumper and window stickers are not allowed.

TRAVEL POLICIES

Drive Time: Per the Fair Labor Standards Act, the company does not reimburse employees for time spent during an ordinary commute to and from work, even if an employee reports to different locations.

The company will, however, reimburse employees for additional travel that is required as part of their job, including travel to an out-of-town work location that is substantially longer than an ordinary commute, or travel between job sites during the workday.

Time spent traveling to an out-of-town work location that is substantially longer than an ordinary commute will be paid at the regular hourly rate. Employees are responsible for the first 30 miles and the last 30 miles each day, which is considered an ordinary commute time.

Mileage: Mileage is reimbursed at the federal rate for work-related travel outside of an ordinary commute for employees driving their personal vehicle. Mileage reimbursement covers the cost of both fuel and wear-and-tear on the vehicle. Employees are responsible for the first 30 minutes/30 miles and the last 30 minutes/30 miles each day, which is considered an ordinary commute time.

Per Diem: A per diem allowance will be paid to employees for each day worked on out-of-town jobs that require an overnight stay. Per diem covers the cost of personal meals. Employees must note on their timecard which days they were traveling and are due per diem. Per diem is paid out the week following the week it was earned.

Please see our current Per Diem Policy for more details.

Flights:

Flights should be booked as economy or coach for domestic travel.
The company will cover the cost of personal carry-on luggage only. Employees are responsible for any checked baggage fees, upgraded seat assignments, and additional travel insurance. Exceptions will be made for check bags related to business items/equipment, or personal checked baggage for extended stays longer than 3 days.
Employees are responsible for any entertainment, wifi, dining, or beverage charges incurred on the flight.
Missed flights or unapproved change and cancellation fees will be the responsibility of the employee.
Airport parking should be economy/long term. If economy/long term parking is not used, the additional amount will be the responsibility of the employee.
All receipts must be collected, properly coded to 1741 and the project number(s), and uploaded within two weeks of expense.

Ground Transportation:

The decision to utilize a rental car or Uber should be made based on what is most cost efficient, practical, and available.
Rental cars will be booked as compact or intermediate size vehicles on business trips. An exception applies to 3+ travelers.
Rental insurance should NOT be purchased. Rental vehicles are covered under the company’s insurance policy.
In the event of an accident, follow the Accident Procedure located in the VEHICLE POLICIES section.
Rental cars’ gas tanks are to be filled to the designated amount prior to returning. Unfilled fuel tank charges will be the responsibility of the employee.
Charges or fees caused by negligence (vehicle damage, smoking, etc) will be the responsibility of the employee.
All ground transportation receipts should be obtained from the vendor, including parking, fuel, and toll receipts. All receipts must be collected, properly coded to 1741 and the project number(s), and uploaded within two weeks of expense.

Hotels/Lodging:

Hotels and lodging should be booked through the home office.
Hotels should be selected that are well established, reasonable in price, and conveniently located in relation to the traveler's work.
Additional room amenities and services will be the responsibility of the employee.
Any additional fees caused by negligence (room/furniture damage, smoking, etc) will be the responsibility of the employee.
All receipts must be collected, properly coded to 1741 and the project number(s), and uploaded within two weeks of expense.

Meals: Company credit cards should not be used to buy personal meals, per the Per Diem policy noted above. An exception will be made for Sales & Marketing dinners with current or potential clients, or recognition dinners with superintendents. In this instance, the names of all dinner attendees must be written on the receipt, which must then be properly coded, and uploaded within two weeks of expense.

Traveling Superintendents: When a superintendent is traveling home via plane and expects to be reimbursed by the company, their flight must be booked through the home office. All Flights policies as noted above will apply. If the superintendent is flying home and leaving their personal vehicle behind, a rental car will be provided for them during their time at home. Fuel is the responsibility of the employee. All Ground Transportation policies as noted above will apply. Per diem will not be paid on days not worked, and meals while at home will be the responsibility of the employee.

When a traveling superintendent is traveling home via car or truck and expects to be reimbursed by the company, the trip must be preapproved by the project manager. Mileage reimbursement will be paid per the Mileage policy as noted above. Drive time for travel home is not paid time.

TOOL POLICIES

Tools Required to be Carried/Provided by Employee: The list of tools below are required to be carried/provided by all field employees, including but not limited to carpenters, laborers, foreman, assistant superintendents, and superintendents.

Tool Belt
Cordless Drill
Utility Knife
Flat Bar Large & Small
Four-In-One-Screwdriver
Tape Measure 25’
Frame & Finish Hammer

Drill Bits
Cats Paw
Work Boots
Chalk Line
Nail Set
Chisel
Pliers

Square Combination & Framing
Rubber Boots
Rain Gear
Gloves*
Hard Hat*
Safety Glasses*

*Tools provided by the company

Personal Tool Repair or Replacement: The company will replace hard hats or safety glasses for all employees as long as the broken or worn-out item is turned over to the Tool Department.

The company will replace or repair the following tools for employees with at least 12 months of continuous service as long as the broken or worn-out tool and all its components are turned over to the Tool Department:

Cordless tools
Drill Bits (replacement of drill bits, not the replacement full drill indexes)

Other personal tools may be repaired or replaced at the company’s discretion and with preapproval by the Tool Department. Any repairs or replacements done without prior approval will be charged back to the employee. The company will make the final determination of whether a tool will be repaired or replaced, and will try to replace the tool with one as close as possible to the original. If an employee wants to upgrade at that time, the employee may do so as long as they pay the difference.

Tool Purchases: Tool purchases over $50.00 must be preapproved by the Tool Department prior to purchase. Tool purchases under $50.00 must be reported to the Tool Department as soon as possible. Any purchases found unacceptable will be charged back to the employee. Tools should be returned to the Tool Department upon completion of the task/job.

Checking Out Tools: Employees are responsible for the company tools they check out. Being responsible for the tool means if the tool is lost or damaged, the employee may be responsible for the repair or replacement. When the employee is finished with a tool checked out to them, it is the employee’s responsibility to return it back into the Tool Department promptly. From time to time, the Tool Department will require an inventory of all company tools carried by an employee.

Transferring Tools in the Field: All tools being transferred must be reported to the Tool Department. When a tool is being moved from one job to another, the onsite supervisor in charge of the job where the tool was initially checked out is responsible for immediately reporting the transfer.

Rental and flat rate items are not allowed to be transferred from job to job. Rental and flat rate items can only be checked out to a single job so they can be billed accordingly.

Tools Found Broken or in Need of Repairs: When a tool is found in need of repair the tool should be tagged for repair with a brief description of the problem when it is returned to the Tool Department. Tags are available from the Tool Department.

Blades and Bits:

Any blades or bits needing sharpened must go through the Tool Department.
Blades purchased bigger that 7-1/4” or over $20.00 must be returned to the Tool Department at the end of the job, regardless of the condition.
Bits of any type purchased over $10.00 must be returned to The Tool Department at the end of the job, regardless of the condition.

Personal Use of Company Tools: The use of company tools for personal reasons must be preapproved by the Tool Department.

Tools must be returned by 7:00 AM the following business day.
Skid loaders must be returned full of fuel when checked out for personal use. Only qualified operators may use the skid loader. It is the employee’s responsibility to move the skid loader with a trailer or tow truck.
No company tools will be allowed for use on side-jobs for personal profit.
There will be a $30.00 cleaning fee charged for any equipment returned in exceptionally bad condition. (i.e. sprayers full of liquids, tools covered with excessive mud, etc).

Personal Use of Company Vehicles:

There will be a $50.00 cleaning fee charged for trucks returned with trash and miscellaneous items left in the cab or box.
All trucks will be equipped with tie-down straps in the cab. These must be returned with the truck to avoid being charged for replacing them.
Drivers must adhere to all policies noted in the VEHICLE POLICIES section.

Job Trailers:

Smoking in job trailers is prohibited. Any trailer returned smelling of smoke will incur a $200.00 cleaning fee.
Job trailers are not to be moved without notifying the Tool Department.
Nothing is to be attached to the interior or exterior of the job trailers.
Filters in the air conditioners/heaters must be cleaned monthly.
Fire extinguishers, first aid kits, and SDS books are not to leave the job trailer.
Trailer O&M manuals and office equipment are not to leave the job trailer.
Required postings (OSHA, EOE, etc) are not to leave the job trailer.
The job will be charged $250.00 if returned unclean.

Returned Jobsite Material and Supplies: All efforts should be made to return the leftover material to the suppliers before contacting the Tool Department. Material leftover from completed jobs requires preapproval from the Tool Department to be returned to the warehouse. Dumping material without notifying the Tool Department is considered a violation of company policy.

Open containers, bags, tubes of caulking, and paint products should be properly disposed of, and should not be returned to the warehouse.

Delivery Scheduling: Delivery times are 8:30 AM through 3:00 PM Monday through Friday. For deliveries before 12:00 noon, employees should call the Tool Department before 3:00 PM the day before. For deliveries after 12:00 noon and before 3:00 PM, employees should call the Tool Department before 12:00 noon the same day.

Equipment can be picked up at the shop before or after delivery times by making prior arrangements with the Tool Department.

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